The age greater than 65 benchmark includes responses from only people who fall within this specific age group.
~515k
Questions answered
in last 12 months
~200
Organizations
These insights represent ~515k questions answered from ~200 organizations, ranging in size from 10 to 1,900 people, in the last 12 months.
The data meet our criteria as being robust and reliable; unlikely to substantially change over time; and representative of the wider industry. Read more about the methodology.
Data provided by Culture Amp
Hospital & Health Care
7%
Insurance
7%
Computer Software
6%
Non-Profit Organization Management
5%
Food & Beverages
5%
Retail
5%
Hospitality
4%
Wholesale
4%
Utilities
4%
Higher Education
3%
Oil & Energy
3%
Information Technology and Services
3%
Accounting
2%
Investment Management
2%
Financial Services
2%
Commercial Real Estate
2%
North America
61%
Oceania
34%
Europe
4%
Engaged people are emotionally committed to their organization. These people stay at their organizations longer and are more productive and effective. Successful organizations have more engaged employees.
This is in the top 40% compared with other ages.
The average eNPS score for people in this group is 15 and is in the bottom 33% compared with the overall average.
Engagement is defined through these five industry-standard questions from Culture Amp’s engagement survey template.
I rarely think about looking for a job at another company | 75% 20% above global average |
I see myself still working at [Company] in two years' time | 65% 2% above global average |
I am proud to work for [Company] | 86% Same as global average |
I would recommend [Company] as a great place to work | 81% 1% below global average |
[Company] motivates me to go beyond what I would in a similar role elsewhere | 62% 7% below global average |
People within Age > 65 are more engaged than Age 25–34.
The highest scoring question for Age > 65 had 93% of People agreeing that they know what they need to do to be successful in their role (+8% compared to overall) while they were generally most positive about Work & Life Blend.
People in Age > 65 were generally least favourable about Learning & Development, and were most negative towards 'When it is clear that someone is not delivering in their role we do something about it' with 16% of people disagreeing (-4% below average).
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Age > 65 organizations.
I have confidence in the leaders at [Company]
The factor this relates most closely to is Leadership
Different things are important to different cultures. If you want to make more of your people engaged then you need to know what is important your people. These questions are most important to keeping people engaged in Age > 65 organizations.
1 I have confidence in the leaders at [Company] | 70% favorable Leadership |
2 The leaders at [Company] demonstrate that people are important to the company's success | 65% favorable Leadership |
3 [Company] is in a position to really succeed over the next three years | 74% favorable Company Performance |
4 Day-to-day decisions here demonstrate that quality and improvement are top priorities | 69% favorable Service & Quality Focus |
5 I believe action will take place as a result of this survey | 55% favorable Action |
In the short term, 9% of people in this benchmark are thinking of or actually seeking jobs elsewhere (-11% compared to overall) while on a longer time frame, 13% of people see themselves leaving within two years (+1% compared to overall).
The following questions had the biggest impact on whether individuals felt that they were planning to stay at their organization and not actively looking for alternative jobs.
1 [Company] is in a position to really succeed over the next three years | 74% favorable Company Performance |
2 I believe there are good career opportunities for me at [Company] | 50% favorable Learning & Development |
3 The leaders at [Company] demonstrate that people are important to the company's success | 65% favorable Leadership |
We’ve connected the employee feedback data for each company included in the benchmark with ratings from Glassdoor.com, which is one of the world’s largest job and recruiting sites combined with a growing database of company reviews, CEO approval ratings and more.
Overall Rating | 3.3 stars (-0.5) |
Culture and Values | 3.35 stars (-0.5) |
Work Life Balance | 3.4 stars (-0.4) |
Compensation and Benefits | 3.3 stars (-0.3) |
Career Opportunities | 3.0 stars (-0.5) |
Recommend to Friend | 57.0% (-14) |
CEO Approval | 74.0% (-10) |
Organizations in the Age > 65 benchmark on average gave 6% of employees access to reports with their survey results. This is below the overall average of 10% and demonstrates that organizations in this benchmark are more likely to share via offline and traditional formats.
An interesting reference point is that the average proportion of managers in organizations is 12-15%, with some industries higher than others (New Tech was closer to 20%).
Global average
10%
Age > 65
6%
People in Age > 65 were much more positive than average regarding Decision Making, Social Connection, and Enablement.
On the lower side, People in Age > 65 had much lower favorable scores than average in Voice, Learning & Development, and Leadership.
Insights data provided by Culture Amp.
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